Monthly Jobs Report: Monster’s Hiring Snapshot

Despite high interest rates and inflation, job growth continued to accelerate in March with gains of 303,000  — the best job numbers in almost a year — according to the latest U.S. Bureau of Labor Statistics’ (BLS) monthly jobs report. Adding to this growth and offering a positive snapshot into the months ahead, the number of active job postings increased on Monster as well, up 3% in March.

“The recent uptick of 3% in active job postings on Monster.com throughout March offers a glimmer of hope for the job market’s trajectory,” Monster Economist Giacomo Santangelo says. “Yet, forecasting its future expansion necessitates a nuanced examination of various factors at play. Critical is the sway of consumer confidence and spending habits on job creation. The continuation of robust consumer spending could drive demand for goods and services, thus catalyzing hiring across diverse sectors of the economy; however, the pace of growth varies across industries. While sectors like retail, healthcare, and hospitality have witnessed notable rebounds, others may lag behind.”

Below, we shared our breakdown of the latest job numbers along with key takeaways to help employers plan for the months ahead.

Four Year Pandemiversary: Then and Now

Four years ago, the economy suffered a loss of nearly 20 million jobs with the onset of the Covid-19 pandemic. Today, however, job growth is strong, proving resilient against high interest rates and inflation. After crunching job numbers, the economy has experienced positive job growth for 39 consecutive months since the pandemic, marking the fifth longest period of job expansion on record. Meanwhile, the unemployment rate — currently at 3.8% — has been below 4% for 26 months in a row, the longest streak since the late 1960s.

 

“The resilience of the job market amidst challenging economic conditions, including high inflation and elevated interest rates, stems from various factors,” Santangelo says. “Nevertheless, it’s imperative to recognize that disparities exist across industries, regions, and individual circumstances, with some facing greater challenges than others. Notably, sectors like technology and healthcare are driving strong demand for labor; however, a significant challenge lies in the skills gap across industries, where employers struggle to find workers with requisite qualifications, leading to intensified competition, increased wages, and enhanced job security for skilled workers.”

Healthcare Employment is Experiencing a Growth Spurt

The Covid-19 pandemic created rampant burnout within the healthcare industry, causing many to leave the profession in 2021 and 2022. However, starting in 2023, the reverse happened as the healthcare sector became a powerhouse for job creation with employment expanding by 3.9% — the fastest rate since 1991.

So far, this strong growth has continued in 2024 with the sector leading the way in hiring in the BLS monthly jobs report for the second month in a row. Accounting for nearly one-quarter of the overall gain in March, healthcare added 72,000 payrolls in ambulatory health care services, hospitals, and nursing and residential care facilities. Likewise, on Monster, the number of active healthcare job postings increased 6% month-over-month. Of the top healthcare jobs hiring, job postings for registered nurses remain #1 overall on site, while other top open positions include:

  • Critical care nurses (#6 overall)
  • Physical therapists (#8 overall)
  • Licensed practical and licensed vocational nurses (#10 overall)

“The healthcare industry’s accelerated job growth between 2021 and 2024 owes much to a combination of strategic initiatives and industry dynamics,” Santangelo says. “The continued integration of technology, particularly in healthcare services and technology businesses, has driven tangible benefits, fueling further growth. Also, the pandemic-driven pressure on the healthcare system prompted a surge in innovation. The multifaceted changes reshaped workforce dynamics emphasizing telehealth, gig economy roles, and strategic investments in ambulatory care services have collectively reversed negative trends and spurred robust job growth within the healthcare industry.”

Leisure and Hospitality Payrolls are Back to “Normal”

The leisure and hospitality sector was undoubtedly one of the hardest hit during much of the Covid-19 pandemic thanks to business shutdowns, travel restrictions, vaccine mandates, capacity limits, and supply shortages. Not to mention, high inflation soon followed, impacting consumer spending on nonessential activities like dining out, travel, and entertainment. As such, recovery efforts took a bit of time — four years, to be precise. However, with gains of 49,000 in March, employment within the leisure and hospitality sector finally returned to its February 2020 pre-pandemic level.

Looking ahead, Monster data shows continued growth within the category heading into spring. Over the past month, the number of active job postings increased 6% as employers hired for top positions, including:

  • Cooks
  • Combined food prep and serving workers
  • Waiters and waitresses

Meanwhile, job searches are trending up (+2%) within leisure and hospitality as well. Top job searches include:

  • Bartender
  • Cook
  • Dishwasher

Employment is Building in Nonresidential Construction

It’s finally spring, which means construction hiring is breaking ground across the country. Building on February’s 23,000 payrolls, the BLS monthly jobs report showed that another 39,000 were added to the economy in March, about 41% of which can be attributed to nonresidential construction.

And employers aren’t finished hiring just yet — with a 2% uptick in construction job postings on Monster over the past month, open positions still remain for:

  • Construction laborers
  • Electricians
  • Plumbers

From a candidate standpoint, construction-related job searches for positions like electrician and general laborer went up 5% in March.

Looking ahead, residential construction continues to face high interest rates and inflation. However, Deloitte says the nonresidential segment is likely to continue to grow as federal funds support the construction of chip fabrication plants, biotechnology facilities, EV battery factories, and other clean energy projects in 2024. Not only will these types of initiatives continue to be a boon for construction employment, but Santangelo says clean energy projects can also “be a significant driver of job growth across multiple sectors” as well.

Wage Gains Hampered by Still-High Inflation

As employment expands, pay has been increasing along with it, as was the case in March. According to the BLS monthly jobs report, average hourly wages increased by 12 cents (0.3%) over the past month, or 4.1% over the past year. These wage hikes may look substantial at first glance; however, a closer look reveals they may not have as great of an effect on workers’ wallets amid still-high inflation.

Santangelo says, “Despite a 4.1% increase in wages over the past year, consumer prices have also risen by 3.2%, suggesting that real wage growth may be less than reported. Thus, while job growth and wage increases generally correlate, their overall net impact on individuals’ incomes is influenced by factors such as inflation.”

Stay Tuned for the Next Monthly Jobs Report

Monster aims to provide employers with the insight needed to move forward. As you plan your hiring strategy over the next month, check out Monster’s 2024 Work Watch report for the latest hiring trends and insights.

We’ll see you here again in May when we will release our next take on the monthly jobs report.

Can Sustainable Business Practices Help Drive Your Organization’s Success?

Sustainability has become a strategic imperative in today’s business environment. Particularly for Human Resources (HR) and recruitment professionals, understanding and integrating sustainable practices is crucial not only for the success of the business, but also for attracting and retaining top talent. Here we explore the impact of sustainability on HR strategies and organizational achievements, focusing on the importance of adopting sustainable business practices.

Sustainability: A Magnet for Top Talent

The sustainability movement is not just beneficial for the planet; it significantly impacts business dynamics, particularly in recruitment and retention strategies. Companies with high Environmental, Social, and Governance (ESG) ratings often outperform in the market, attracting employees who prefer to associate with successful and responsible employers. Research by the Society of Human Resource Management (SHRM) highlights that a significant portion of Gen Z (46%) and Millennials (55%) consider ESG factors important in their job search, with 75% of U.S. executives acknowledging ESG initiatives’ positive impact on employee engagement.

Cultivating Culture and Engagement

Sustainable business practices directly contribute to creating a positive workplace culture and enhancing employee engagement. Aligning organizational values with sustainability initiatives not only fosters a sense of purpose among employees but also drives motivation, loyalty, and productivity. This, in turn, attracts ethically minded candidates, positioning the company as an employer of choice and giving it a competitive advantage in the talent market.

Enhancing Brand Reputation

A company’s commitment to responsible practices significantly influences its brand reputation, a crucial factor in talent attraction. Sustainability efforts can dramatically improve a company’s image and build trust among customers, employees, and stakeholders. According to studies by McKinsey and NielsenIQ, products with ESG-related claims saw a 28% cumulative growth over five years, compared to 20% for those without such claims, underlining the market value of sustainability.

Driving Innovation and Efficiency

Sustainability and diversity are inherently linked, with both driving organizational innovation and creativity. A diverse and inclusive workplace, as supported by HR, encourages a variety of perspectives and ideas, leading to innovative solutions and increased productivity. Additionally, implementing sustainable practices, such as digitizing recruitment processes and supporting remote work, can significantly streamline operations, reduce costs, and lessen environmental impact. 

Navigating Compliance

With evolving ESG regulations, compliance is essential for mitigating legal risks and maintaining a positive reputation. HR professionals are at the forefront of integrating sustainable practices into recruitment and company policies, ensuring alignment with regulatory standards and organizational values. This strategic alignment ensures that the company remains resilient and adaptable, ready to face future challenges and market dynamics.

Conclusion

Incorporating sustainable business practices into HR and recruitment is a strategic imperative for today’s organizations. Beyond attracting top talent and boosting employee engagement, these practices contribute to long-term success and resilience. As HR professionals, embracing sustainability is not just about making incremental changes; it’s about leading the way in fostering a sustainable, innovative, and inclusive workplace culture.

Committing to sustainability as a strategic priority can unlock the full potential of your workforce and steer your organization toward a thriving and more sustainable future.

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To learn more about ways Monster can help support your recruitment and retention efforts, contact us today, 1-800-MONSTER. Be sure to ask about our Employer Brand and Pay-for-Performance solutions that are customized to your budget, timing, and talent acquisition needs.

What Employers Can Learn From 2023’s Labor Strikes

The number of striking workers more than doubled in 2023 with high-profile walkouts seen across industries from healthcare to manufacturing to education and more. Top demands from picket lines included better pay, increased staffing, and improved health and safety, and the results of these walkouts was a testament to the power that the labor force holds.

“The increase in strikes in 2023 stems from mounting frustration among workers regarding stagnant wages, lack of benefits, poor working conditions, and feelings of being overworked in the wake of the pandemic,” says Alex Adekola, CEO and founder of Remove My Mugshot. “Unions are gaining momentum as more workers demand better treatment.”

Having seen workers at Kaiser Permanente, SAG-AFTRA, and the United Auto Workers prove successful in their picketing, experts say a ripple effect is occurring. Already in 2024, Uber, Lyft, and Doordash workers went on strike, turning off their apps in an effort to receive better pay and working conditions. “I expect strikes to continue in 2024 as the economy cools and workers feel squeezed by inflation,” Adekola says. “Industries prone to poor treatment like retail, food service, and transportation will likely see more worker action…workers seem unafraid to withhold labor to achieve fair treatment.”

Of course, no employer wants to see internal issues escalate to a labor strike as it can cause them to experience disrupted operations, reputation damage, lower employee morale and productivity, and loss of skilled workers — all of which can impact recruitment efforts. To create a better employee experience and prevent future walkouts, we shared a few tips to help employers better navigate the year ahead.

Revisit Employee Pay and Benefits

Although inflation has begun to cool after reaching its peak in June 2022, the cost of living is still continuing to increase, up 3.2% in 2024. Yet, a Monster poll found that an astounding 81% of workers’ wages have not kept up with the rising cost of living. In fact, more than half of workers said they have not had a raise in more than a year.

When it comes to keeping workers happy, Ursula Mead, founder and CEO of InHerSight, a company reviews platform for women, says, “Providing fair and competitive pay is the starting point. Fair pay signals to employees that you value their work and their skill set.” To ensure wages are competitive, Monster’s salary tool can help employers quickly calculate average pay for the positions and markets in which they’re hiring. Beyond pay, employers should also look at the entire compensation package, including benefits like healthcare, retirement contributions, and tuition reimbursement.

Prioritize Employee Wellness

Ongoing labor shortages are taking a toll on mental health, with 3 out of 4 workers saying they feel burnt out as a result of staffing shortages impacting their workloads. This can create unsafe work environments, affect productivity, and lead to increased turnover or even labor strikes.

To improve working conditions and provide employees with a better work-life balance, Charles A. Krugel, a labor and employment attorney, says, “Progressive and astute employers are placing greater emphasis on employee happiness and satisfaction, and improving recruitment and retention by focusing on employees’ holistic health. More employers are offering more flexible work hours and conditions, more paid time off (PTO), and improving access to healthcare services. As happiness and satisfaction increase, so should loyalty, and turnover will decline.” Employers may also consider offering remote work — where it makes sense — as another Monster poll found that working from home can improve workers’ overall mental health and wellbeing.

Train Managers to Mitigate and Resolve Issues Early On

Picket lines don’t just form overnight. They stem from months, maybe even years of unanswered responses from management to the issues workers must deal with on a day-to-day basis. These issues are often first heard by managers, and if addressed swiftly, employers stand a greater chance of mitigating and resolving issues before talks of a strike even begin to take place.

“Managers need more training across the board,” Mead says. “They’re the first point of contact, the first people who hear when there are problems, and the people who are most likely to know that an employee needs support. They need regular training on what benefits your company offers, how to deal with conflict, how to recognize employees, and how to have hard conversations.” When hiring for management positions, employers should look for candidates that demonstrate soft skills like active listening, communication, and mediation. Offering conflict resolution workshops or seminars can further help existing leadership develop or improve upon these skills.

Stay on Top of Labor Market Trends

Monster aims to provide employers with the insight needed to keep businesses running like well-oiled machines. As you plan your recruitment and retention strategies, turn to Monster Intelligence for a deeper dive into data and labor market trends and what they mean for your business.

How Top Recruiters Are Embracing Sales Skills for a Competitive Edge

Recruitment and sales — while comparing the two may seem like apples and oranges at first glance, the two professions have more in common than you might think. After all, recruitment involves a lot more than simply posting an open position on a career website. It involves engaging, persuading, and negotiating with candidates to seal the deal. A lot of the same qualities that great salespeople possess can also be found in today’s most successful recruiters.

Why Recruiters Should Know How To Sell

A great salesperson needs to be knowledgeable about the product they are selling, able to qualify leads, great at thinking on their feet, and perhaps most importantly, victorious in closing the deal. Similarly, a great recruiter also needs to be knowledgeable about the company and the role they are hiring for, able to identify right-fit candidates, and successful in “selling” them on the job and company.

“In recruiting, sales skills are used in crafting compelling job descriptions, persuading passive candidates to consider a new opportunity, and negotiating terms that satisfy both the candidate and the company,” OxygenArk Founder George Yang says. “For example, at OxygenArk, we once successfully persuaded a highly sought-after candidate to join us over competitors by effectively communicating our unique company culture and growth opportunities.”

Especially in today’s tight labor market with its low unemployment rate of about 3.7%, Kathleen Duffy, president and CEO of global recruiting company Duffy Group, says, “Successful recruiters also use their stellar sales skills to pique candidates’ interest and keep them engaged throughout the recruitment process. This is critical, considering candidates may be weighing offers from several potential employers simultaneously.”

Sales Skills Every Recruiter Needs to Learn

Along with knowing the ins and outs of the company and the role they’re hiring for, there are several skills that recruiters, like good salespeople, should have in their arsenal. “Key sales skills for recruiters include active listening, persuasive communication, negotiation, and relationship-building, and it’s vital to understand the candidate’s point of view and effectively communicate how the role aligns with their aspirations,” Yang says. “Mastering these skills will enable you to do a better job of recruiting.”

Additionally, recruiters should also have or develop the following skills and techniques:

  • Problem-solving: A great recruiter should seek to solve a problem for a potential candidate. Maybe the candidate feels stuck and is looking for opportunities for advancement or their boss is a micromanager, and they are looking to gain more autonomy. Being able to recognize the challenges a candidate is facing and present them with a solution to their problems (in this case, a job) can be the deciding factor when it comes to selling the candidate on the position.
  • Organization: Similar to a salesperson who may have a catalog of products to sell and a target list of customers to engage with, recruiters will simultaneously have multiple roles to fill, each with many different candidates to keep track of throughout the recruitment process. Organizational skills like coordination and project management, are key here when it comes to juggling candidates, scheduling and preparing for interviews, etc.
  • Resilience: Often hearing “no” more than “yes” means that thick skin is a must for recruiters. When faced with adversity, recruiters need to remain optimistic and passionate about their job and the ones they are trying to fill.
  • Customer service: It’s important for recruiters to be customer-, or candidate-focused, so they can effectively understand their needs, goals, and aspirations and tailor the pitch (in this case, the job pitch) to them.
  • Trustworthiness: Perhaps above all, a good recruiter needs to be someone the candidate can trust. Switching jobs is a life-changing decision, so it’s imperative that the candidate feels comfortable with the recruiter if they are going to accept the position.

How Recruiters Can Improve Selling Techniques

By honing their sales techniques, recruiters can more effectively engage with candidates, understand their needs, and position their organization as the right choice. Duffy says, “Recruiters should continue developing their curiosity to learn all they can about their clients and the candidates who could become their next great new hires. They should master the art of listening and be creative in unearthing talent in unexpected places. Like good salespeople who build relationships with clients, recruiters should make a point of staying in touch with desirable candidates during and even after hiring decisions have been made.”

Additionally, Yang says, “Recruiters can improve their sales skills through training in sales techniques, regular practice in real-life scenarios, and learning from feedback. Role-playing exercises and mentorship from experienced sales professionals can also be beneficial.”

Give Recruitment Efforts an Extra Boost

Recruiters can continue to improve the effectiveness of their efforts, by leveraging Monster’s Pay-for-Performance solution to reach the right candidates and optimize hiring campaigns. Think of us as a marketing team, helping you find leads and write job descriptions that sell candidates on the job opportunity. Download our free guide to learn more about Monster’s Pay-for-Performance solution today.

Charting the Future: Emerging Job Roles in the Age of AI and Chatbots

With the popularity of tools like ChatGPT, artificial intelligence (AI) is rapidly transforming the modern workplace, generating new labor demands across industries. AI is having such a significant impact on today’s job market that since the launch of ChatGPT in 2022, there has been a 20-fold increase in the number of job postings requiring generative AI skills, and this momentum is expected to continue as more AI solutions hit the market.

“The increasing demand for AI-related jobs in 2024 and beyond is a result of a dynamic relationship between technological evolution and evolving business needs,” says Sara Gutierrez, chief science officer at SHL, a talent insight platform. “As AI permeates varied industries, there is a growing urgency for professionals who can effectively harness its potential. This demand is emphasized by the ongoing explosion of big data, necessitating skilled individuals to develop and deploy advanced algorithms for meaningful data analysis. The drive toward automation and process optimization further drives the need for AI experts. Additionally, the emphasis on industry-specific applications, ethical considerations in AI development, and global competitiveness collectively contribute to the demand for AI-related roles and reflects the integral role AI is playing in shaping the future workforce.”

Read on to learn more about emerging jobs in AI and ChatGPT and how to hire for them in today’s tight labor market.

Top AI Jobs Hiring Now

Given the breadth and complexity of AI, there are a number of different and specialized roles that have made their way onto job boards like Monster and will continue to evolve and emerge in the years to come. Taking a look at the current hiring landscape, Gutierrez says, “Companies are actively hiring for a variety of AI-related positions, each contributing to different aspects of AI development, integration, and deployment.”

For instance, she says Machine Learning Engineer and AI Research Scientist roles are tasked with designing models, algorithms, and new technology. AI Ethicist is another role Gutierrez says is rising in prominence as organizations look to ensure responsible implementation and ethical AI practices. Additional AI-powered careers include but are not limited to:

  • AI Engineers: Developing tools, algorithms, and systems to think like human brains.
  • Prompt Engineers: Crafting effective prompts to guide and refine outputs of language models like ChatGPT.
  • Computer Vision Engineers: Teaching machines to interpret and understand visuals.
  • Conversational AI Designers: Shaping engaging and human-like interactions for chatbots and voice assistants.
  • AI Product Managers: Overseeing and planning the development of AI products from ideation to implementation.
  • AI Solutions Architect: Overseeing the implementation of AI solutions that are tailored to meet specific business needs.
  • AI Integration Specialists: Bridging the gap between human expertise and AI systems, facilitating seamless integration and adoption.
  • Data Privacy and Ethics Specialists: Developing and implementing frameworks for responsible data collection, storage, and use in AI-powered systems.
  • AI Governance and Policy Specialists: Shaping legal and regulatory frameworks for the responsible development and use of AI.
  • Cybersecurity for AI Systems: Protecting AI systems and data from malicious attacks and manipulation.
  • Explainable AI Educators and Trainers: Equipping individuals with the understanding and skills to interpret and evaluate AI outputs confidently.
  • Data Storytellers and Visualizers: Turning complex data into compelling narratives and interactive visualizations using AI tools.
  • AI-Powered Content Moderators: Analyzing and filtering online content for harmful or inappropriate material using AI tools.
  • AI-Assisted Customer Service Specialists: Combining human expertise with AI-powered chatbots for efficient and empathetic customer service experience.

This list is only the beginning of the types of jobs AI is creating. “In the future, I suspect we’ll see more roles focused on the need to expertly train AI, implementing professionals who can fine-tune AI models to enhance performance and adaptability,” Gutierrez says. “We’ll also see more Integration Specialists who work to create seamless integrations between AI solutions and existing business processes and workflows. Additionally, as AI continues to advance, the job market is likely to experience an emergence of roles that cater to increasingly specialized applications that will leverage AI in areas such as healthcare, education, and even entertainment.”

Skills Needed for Jobs in AI

When it comes to writing job descriptions and sourcing candidates for emerging jobs in AI, there are likely to be several must-have hard, technical skills required for the role. “Foundational technical competencies in areas, such as machine learning, data analysis, and proficiencies in one or more programming languages are often crucial for many AI roles,” Gutierrez says. “Depending on the focus of the role, hard skills in data engineering (data preprocessing, cleaning, and feature engineering), natural language processing, and knowledge of deep learning frameworks may be relevant.”

While finding candidates that meet all of the many technical requirements necessary for an AI job may seem challenging, employers should keep in mind that hard skills are skills that can always be learned on the job, and hiring for AI roles is often about more than just looking for candidates who know how to code. Despite the technological advancements of AI, robots simply cannot replace a human’s interpersonal skills and character traits. Gutierrez says, “Recruiters and employers should prioritize a combination of hard technical skills and essential soft skills as soft skills enable professionals to effectively navigate complex challenges, collaborate across teams, and clearly communicate highly technical concepts. Additionally, creativity and adaptability are particularly highly valued for these types of roles given the fast-paced nature of AI advancements and the potentially evolving nature of roles.”

Upskilling Employees for AI-Powered Careers

As businesses expand into AI, employers should consider upskilling or reskilling their workforce, rather than replacing existing talent, especially in today’s tight labor market. “Reskilling and upskilling efforts are vital for meeting industry demands, increasing operational efficiency and innovation, retaining and satisfying employees, adapting to technological changes, and future-proofing the workforce,” Gutierrez says.

Employers should look within their organizations for top performers with transferable skills like communication, teamwork, collaboration, and problem solving. From there, implementing tailored training programs with online courses, workshops, and even hands-on projects can help arm existing employees with the technical know-how required for a new, AI-powered career.

An efficient way employers can upskill their workforce for emerging jobs in AI is by harnessing the power of AI itself. Joel Wolfe, president of HiredSupport customer service agency, says that by using generative AI, “instead of replacing your weakest employees, you can bring them up to par to match the best performing ones. For higher performing employees, leveraging AI can sometimes increase productivity by as much as 40% when compared to employees that don’t use it.”

Preparing for the AI Revolution

When it comes to hiring not just for AI positions, but for all positions, Wolfe says, “Employers and HR professionals, too, can leverage AI to aid them in the filtering and hiring process in many ways, including job postings, sourcing and recruitment, and even onboarding.” From programming AI-generated chatbots to engage with candidates directly to automating resume screening and interview scheduling, there are countless ways AI can streamline recruitment efforts.

With Monster, employers can continue to improve the effectiveness of their recruitment efforts by leveraging our Pay-Per-Click solution to reach the right candidates and optimize hiring campaigns. Download our free guide to learn how Monster’s Pay for Performance solution can help recruiters prepare and hire for today’s AI revolution.

Top Workplaces for Remote Work

Monster Partners with Energage to Celebrate the 2024 Top Workplaces for Remote Work

In today’s rapidly evolving job landscape, the importance of remote work has become increasingly evident. Companies that excel in creating outstanding remote work environments are being recognized for their dedication to employee satisfaction and productivity. Energage, the organization behind the prestigious Top Workplaces employer recognition program, has partnered with Monster, a global leader in connecting people and jobs, to honor the Top Workplaces for Remote Work in 2024. This partnership showcases a commitment to workplace excellence and the power of remote work. Let’s delve into the details of this exciting collaboration.

Recognizing the Best in Remote Work

The Top Workplaces for Remote Work award is a brand-new addition to the Top Workplaces program. This inaugural list features 142 exceptional employers from across the United States, all of which have demonstrated their commitment to creating an exceptional remote work experience for their employees. Notable organizations on this list include Progressive Insurance, The Auto Club Group (AAA), and Sun Life U.S.

It’s crucial to emphasize that this award is solely based on employee feedback. Monster did not influence the selection process, and the winners were determined independently through Energage’s confidential, research-backed employee engagement survey. This distinction underscores the authenticity of the recognition, as it is rooted in the genuine experiences and opinions of the employees themselves.

What Sets Top Workplaces Apart

These awards highlight organizations that prioritize their employees’ well-being and satisfaction. They recognize companies that actively listen to employee feedback and cultivate people-first cultures. The Top Workplaces award is based on extensive research and benchmarks accumulated over 17 years of culture research. It serves as a symbol of excellence, setting these companies apart as leaders in fostering positive work environments.

Eric Rubino, CEO of Energage, emphasized the significance of these awards, saying, “Being honored with a Top Workplaces award is a distinctive mark of excellence, setting companies apart in a recognizable way. Top Workplaces embody the highest standards, and this award, rooted in authentic employee feedback, is a point of immense pride for company leaders.”

Monster’s Commitment to Workplace Happiness

At Monster, our vision is to make every workplace happier and more productive. This commitment extends not only to the clients we serve but also to our own employees. Monster CEO Scott Gutz expressed his pride in providing a supportive and flexible work environment for their team members. He explained, “We are thrilled to partner with Energage on the 2024 Top Workplaces for Remote Work. These awards underscore the importance of listening to employees about where and when they can be their most productive and happiest selves – we know that this flexibility is essential to helping both employers and candidates find the right fit.”

Monster’s dedication to creating a positive work environment extends to helping customers create a strong Corporate Culture and offering customized Employer Brand solutions. Discover how Monster can help your organization excel in employer branding, check out our comprehensive Employer Branding Guide.

Conclusion

Energage and Monster’s partnership in celebrating the 2024 Top Workplaces for Remote Work highlights the growing importance of remote work in today’s professional landscape. These awards not only acknowledge outstanding employers but also emphasize the significance of employee feedback and satisfaction. Monster’s commitment to making workplaces happier and more productive mirrors the values of the Top Workplaces program, making this collaboration a perfect match.

Congratulations to all the organizations that have earned a spot on the Top Workplaces for Remote Work list. Your dedication to creating exceptional remote work environments has not gone unnoticed, and we look forward to seeing how this commitment continues to shape the future of work.

2024 Top Workplaces for Remote Work

Monster Poll: Three-quarters of workers would relocate for a job

In a job market where talent is still hard to find, being able to bring talent to you is crucial. According to a new Monster poll, three-quarters of workers are willing to relocate for a job, while the other 25% would quit if asked to relocate.

“If you’re single and you’re 25 and you kind of like where you live but you don’t really care, you’re going to go,” says Laura MacLeod, an HR expert and consultant with From The Inside Out Project, an employee-morale company. “Even if you have a family, if it’s a lot more money and a place where the taxes are lower and the cost of living is lower, you’re going to go.”

What Motivates Job Seekers to Move

When it comes to moving for a job, the most important factors are a desirable new location (37%) and high enough salary compensation (37%), according to Monster’s data. Companies have to consider their value proposition: If you’re in a not-so-great city, for instance, you might have to sweeten the deal to get workers on board. Are you offering to pack and move them? Flexible schedule? A raise? 

“I think about post-COVID New York City — the cost of living here is outrageous,” MacLeod says. “If somebody offered me a job somewhere else where the cost of living would be about half, I’d go in a heartbeat.” 

In terms of convincing workers to relocate, 75% said they’d pack their bags if they received a salary increase, and 63% said a relocation package to assist with moving costs is key.

“The package is a huge part of the puzzle,” says Jill Santopietro, a human resources consultant at 21Oak HR Consulting. “You need to have some kind of group that’s going to white-glove it the whole way, so that person feels really supported in the process.” 

Forty-four percent of workers also say they’d move for a promotion. “I have seen people move to a great city for a great opportunity,” says Mikaela Kiner, founder and CEO at Reverb, an HR consulting firm. 

What’s Keeping Job Seekers in Place

It’s just as important to understand the things that make workers think twice about relocating. More than two-thirds (68%) said the cost of living in a new location is the most preventative factor to relocating for work. And nearly half (47%) pointed to the housing market in a new location.

“I live in the Boston area, and our market is horrifying right now,” Santopietro says. “I see people saying, ‘I have this nice house in Michigan, and if I move to Boston I can afford this tiny condo, why would I do that?’” 

Forty percent of workers noted that the climate or geographic location of a new job might prevent them from going, and 30% cited the political landscape in the new spot. 

“This is something I definitely hear people talking about,” Kiner says. “I’ve known a handful of people who’ve moved from Seattle to Texas. And then they realized that it’s progressive for Texas, but it’s not progressive in the way that Seattle is.” 

Near the bottom of the list but still significant, 27% of workers said they wouldn’t move because it would uproot their spouse or children. 

“One young woman has a growth opportunity with her current company that would require her to relocate, and she has a child in elementary school,” Kiner says. “She told them flat out ‘No.’” 

The Role of Flexible Work

In Monster’s poll, 41% of workers said they’re more willing to relocate due to increased options for remote work, and 44% said a job with a flexible, hybrid schedule would convince them to relocate. Three in 10 said they wouldn’t relocate because they can do their job well from any location. 

“One of the reasons not to relocate is, ‘Why do I have to?’” Santopietro says. 

If remote or flexible work is an option for your firm, this is something to consider. Hiring for a remote position means you can hire anyone who lives anywhere, which vastly expands your candidate pool. And flexible work, particularly post-pandemic, keeps companies competitive for talent. 

“Everything has to be flexible,” MacLeod says. “I have to be able to do it from home. I have to be able to come in when I feel like it. That’s just become a thing now.” 

Hone Your Recruitment Strategy

In an uncertain market, your recruiting plan is crucial. Weigh approaches — should you actively engage talent or scale back? — with Monster’s Confident or Cautious recruitment strategy guide. You’ll get a sense of how organizations are approaching the issue from both sides, how recruiters are addressing the skills gap, and how you can combine tactics to reach your goals. 

Monster Poll: Micromanagement is the Biggest Workplace ‘Red Flag’

In the workplace, “red flag” actions or behaviors create negative or anxious feelings for employees. Nearly three-quarters of workers consider micromanagement the biggest workplace red flag, according to a new Monster poll.  

“Micromanagement is awful,” says Mikaela Kiner, founder and CEO at HR consulting firm Reverb. “It’s annoying and disempowering at the same time.” 

Creating mechanisms to delegate and track work can help higher-ups avoid micromanaging, Kiner says. If you’re assigning projects without a standard way to follow their progress, it’s going to lead you to lean over your workers’ shoulders. 

“Micromanagement comes from disorganization,” she says. “Building those skills for managers — to delegate but also check in and monitor progress in an appropriate way — can really decrease micromanagement.”

Other Red Flags in the Workplace

Although 73% of workers consider micromanagement the biggest transgression, 72% named favoritism from a manager as a red flag. 

“We’re human — you like some people, you don’t like some people,” says Laura MacLeod, an HR expert and consultant with From the Inside Out Project, an employee-morale company. “But as a manager, it’s got to be fair.” 

One suggestion: use objective checklists to make workforce decisions. Who’s available, who has the skills, who needs a new project and who needs the stretch skills? “Just slow down and have some kind of objective criteria — like you would if you were assigning a rating or a promotion,” Kiner says. 

Other sticking points for workers include the following:

  • Meetings that could have been an email (59%)
  • Non-flexible 9-to-5 working hours (51%)
  • Weekly progress or “status” meetings (31%)
  • Team bonding exercises (29%)
  • Team happy hours or out-of-office events (27%)

In terms of team bonding and other events, experts recommend giving people opportunities but not forcing the issue. “I was talking to an employer last week who said, ‘We’re making our Christmas party mandatory,’” says Jill Sanpietro, a human resources consultant at 21Oak HR Consulting. “I said, ‘Don’t do that, it’s so weird.’ Encourage it, set aside funds for things people can do outside of work, but don’t make them.” 

Pain Points in the Application Process

About two-thirds of workers consider jobs that require more than three rounds of interviews the biggest red flag in the interview process. 

“I should be able to pick up within 30 seconds, literally, whether you’re even in the running,” MacLeod says. “If you’re not in the running, I can wrap it up after that first interview. If you’re in the running, then I want you to talk to your direct supervisor. But you don’t have to talk to the CEO.” 

Another 53% say a mandatory assignment during the interview process would prevent them from applying. “It’s unfair to ask people to do unpaid work,” Kiner says. “Can that person submit existing work, or can you compensate them for their time?” 

Four in 10 job hunters say an undisclosed salary range in a job description would prevent them from even applying. This keeps workers from getting too far down the job interview road before realizing the salary is too low for them. 

“Money is money,” MacLeod says. “I don’t have the time and energy for this if it’s way below what I’m expecting.” 

Worker Culture Concerns

Monster’s poll also identified “beige flags” — practices that workers feel neutral about, but that still gives them pause. A third of workers feel that over-participation in office group chats is the most significant workplace beige flag. Another 1 in 5 feels that using NSFW language at work is a beige flag, while 11% consider making excessive reference to children or weekend plans the most notable beige flag. 

The biggest green flag? More than half (51%) of workers say flexible remote work policies are a green flag, or positive offering in the workplace. Also on the list: “Summer Fridays” (17%).

“Now that flexibility has been introduced to people, that’s something that’s very hard to peel back,” Kiner says. “Employers who could enable and allow flexibility but are choosing not to — I think they’re missing out, and in the long term, people are going to continue looking for those benefits.” 

Craft Your Workplace Culture

From embracing authenticity to promoting camaraderie, learn how to develop and promote your brand with Monster’s Employer Branding Guide. Explore the elements of employer brand, the relationship between employer brand and corporate brand, and how the pandemic has changed the employer branding landscape.

6 ways to support your working parent employees

Working parents are still struggling post-pandemic. According to Pew Research, about half of them said the pandemic has made it harder to manage childcare responsibilities. Working mothers in particular, reported experiencing professional hurdles such as feeling like they couldn’t give 100% at work or needing to reduce their work hours due to parenting responsibilities.

Even as the country has returned to pre-COVID protocols, working parents and employees with family responsibilities are still dealing with COVID complications, such as long absences from work and school when someone in the family gets COVID. This is in addition to everything else that parents and caregivers are juggling.

If you’re looking for ways to retain and support your talented parent and caregiver employees, here are some benefits you might consider:

Flexibility

It can’t be stated enough: flexibility is crucial for anyone managing responsibilities outside of work, whether that’s children, aging parents, or even a pet. Unless you’re a business that requires dealing with customers or on-site work, giving employees the freedom to complete their work on a schedule that works for them is a key benefit.

“Offering things like flexible hours, telecommuting, and condensed work weeks can make a big difference,” says Linda Shaffer, chief people and operations officer at Checkr, an HR technology platform. “At Checkr, we offer flexible start and end times, allowing people to work around their children’s schedules. We also have a remote work policy, which allows parents to work from home when needed.”

A Remote Work Stipend

A stipend that allows your workers to purchase supplies that make it easier for them to work remotely can increase their efficiency at home and make things easier. For instance, a parent working from home could benefit from things like a divider, noise-canceling headphones, a good microphone, or even a seat cushion that makes their chair more comfortable.

“I love when I see companies saying, ‘Find a quiet place in your home to work,’” says Jill Santopietro Panall, a human resources consultant at 21Oak HR Consulting. “If you have three or four children, that’s not a thing. What does that person need?”

Flexible Sick Time or COVID Days

COVID-19 hasn’t gone away completely and may have a resurgence. With COVID absences requiring at least five days at home, workers can go through their sick days in record time. For instance, an employee may have to leave work just to pick up a child from school who’s tested positive for COVID.

“In some cases, companies are adding a little time that’s only for COVID,” Panall says. “It’s not extra time — it’s so they’re not getting killed on using their sick time when COVID keeps popping back up.”

A Working Parents ERG

Employee resource groups help different sets of people at a company feel connected and can strengthen employee engagement. An ERG for working parents can go a long way toward creating a supportive culture at your company. Monster, for instance, recently introduced a Parents and Caregivers ERG.

“Providing a safe space where employees can be their authentic selves and discuss how to better support and educate their workplace is highly effective,” says Adam Selita, CEO and cofounder of The Debt Relief Company. “ERGs have also been proven to help improve workplace satisfaction, as well as improve workplace conditions for employees who might feel marginalized.”

Child Care Support

Child care is a challenge for many working parents. Still, as recently as January 2020, only 6% of firms offered any child care benefits, according to a survey by B2B ratings platform Clutch. There are various ways to do this, including offering child care subsidies, backup child care assistance, or flexible child care spending accounts.

“Daycare is a big issue,” says Matthew Burr, a human resources consultant in Elmira, N.Y. “Is there an option to put a daycare center in your organization? As a perk or incentive? All those things are opportunities.”

Money Toward Education

If you have the means, offering benefits that can be used to pay for education can go a long way. According to data from Willis Towers Watson, an increasing number of companies are considering offering benefits like tuition reimbursement, student loan refinancing or 529 contributions this year or next.

“I just reviewed an offer letter from a friend who’s going to a company that had monthly deposits you can use toward your own student loans or your college student’s tuition,” Panall says. “That really says, ‘We’re digging deep.’ That’s for companies with bigger, deeper pockets, but that’s such a hot topic right now.”

Showing You Value Your Parent and Caregiver Employees

The more you can show that you value your parent and caregiver employees, the better your chances of hiring and retaining great talent. “I think there’s been an evolution, and people’s expectations and demands are going to change,” Burr says. “If you’re not offering me what I need, I’m going to get on the Internet and find something different.”

Equal Pay Day and More: What Women Want From Work

Since the pandemic, women have been rethinking the place of work in their lives, which means companies may have to rethink their methods of recruiting and retaining them. And according to Monster’s worker poll, women put fair pay, career growth and female mentorship at the top of their benefits lists.

Here’s what women are valuing at work, based on our poll data:

Equitable pay

A clear majority (82%) of women choose “fair and equal wages” as the benefit they value most in the workplace, according to Monster’s poll, and only 24% of women believe that men and women are paid the same where they work.

In some states, new pay transparency laws are bringing this issue to the forefront as employers are required to post pay ranges in job advertisements or provide pay ranges to internal employees who request it. Some employers are proactively making the information available to help level the playing field, and conducting pay audits to keep themselves on track.

“One of my clients just worked with a consulting firm to go through all their pay and look at pay equity, and they had to make massive changes,” says MaryBeth Hyland, a workplace-culture consultant and founder of SparkVision. “The majority of people getting the highest pay had to do with how long they were there and not the impact of their work. They had to shift a lot of the old ways of thinking, because there was a huge discrepancy with men versus women and with tenure versus impact.”

Growth opportunities

Two-thirds (63%) of women value “a clear vision for the future of their career,” and 69% of women would consider turning down a job offer if the company lacked career growth opportunities for women. Only 23% of women think all employees at their current company receive the same quality and quantity of opportunities.

This is a good note for companies interviewing new talent – be clear about where women can go at your firm. “You can say, ‘This is how we plan to outline your career growth,’” says Monster career expert Vicki Salemi. “‘Here’s your one-year, two-year, five-year plan.’ So they see there are intentions behind it. That’s what they’re looking for, ultimately.”

Female representation

Nearly a third (31%) of women say they value female mentors in the workplace, and 45% said they’d consider turning down a job offer if the company lacked either female leaders or female employees.

This might feel like a chicken and egg problem — if you need women to attract women, what do you do if you have fewer women? It’s important to have a strategy. If you don’t have many women in leadership positions, for instance, let applicants know what steps you’re taking to address it.

“It’s a matter of being proactive with candidates and saying, ‘Right now we have 10 people in our C-suite and two who are women,” Salemi says. “‘This is how we plan to groom the current management team so women have a seat at the table.”

It’s also important to be able to show that you’re putting time and money into women-oriented talent outcomes. “Where are we showing up?” says Darcy Eikenberg, an executive and leadership coach at Red Cape Revolution. “Are we investing in attending events that specialize in women in STEM? Can we tell a story about spending X amount of dollars on a women’s development program, and what the outcome of that is? If there’s not the investment to begin with, you can’t expect a return.”

Family benefits/flexibility 

A quarter of women said they value maternity leave and/or childcare benefits, and another 11% said they value fertility and/or family planning services. Thirty-seven percent said they’d consider turning down a job offer if the company lacked adequate flexibility for working parents, and another 30% said they might walk for lack of adequate parental leave or childcare benefits.

“There’s so much research showing how many women dropped out of the workplace during the pandemic because of the childcare situation,” Hyland says. “It created an opportunity for many companies to start to understand what it looks like to be flexible.”

In many cases, flexibility and family benefits go hand-in-hand, since offering flexible scheduling, remote work or a four-day work week could enable female employees to better manage the work-life juggle. “Companies will see that if working parents don’t have the flexibility they need, there are other employers that will offer it,” Salemi says.